Tag Archives: US Navy

Leading the Digital Fight: How the Navy’s IW Community Must Innovate to Win

By Shane Halton and Adam Reiffen

“When companies spend millions of dollars on new information technologies but don’t change anything else, there are usually barely detectable productivity improvements. In contrast, when they also invest similar amounts in business process changes and in worker training, productivity can double or more.-The Second Machine Age: Work, Progress, and Prosperity in a Time of Brilliant Technologies by Andrew McAfee and Erik Brynjolfsson

In the last year, Israel disabled all of Iran and Hezbollah’s senior military leadership at a stroke with a series of audacious precision strikes. Ukraine launched hundreds of small drones against Russia’s strategic air assets from clandestine launch locations deep inside Russian territory. Though the weaponry and tactics employed in these strikes varied wildly from explosive pagers to first person view (FPV) drones, one common thread tied these operations together – innovation in the realm of Information Warfare (IW). From the Levant to the Black Sea, the crucial role played by IW (hereafter used collectively to refer to the intelligence, cryptology, information technology, meteorology/oceanography, cyber, and space communities) has never been more impactful to warfighting than it is today.

The US Navy has adjusted accordingly to this changing character of war. In 2024, the Navy moved Information Warfare (IW) out of the Restricted Line officer category and into a newly minted Information Warfare Line (IWL) category, which serves to both acknowledge IW’s growing impact on operations and to open additional opportunities for leadership across the Fleet. This elevation offers the IW community an excellent chance to step back, assess its tactical strengths and weaknesses, and innovate where needed. 

If called upon today, could the Navy’s IW community deliver the same level of support to operations that the IDF and Ukrainian military receive from their respective military intelligence communities today? Surely it has the resources. The IW community has a workforce in the tens of thousands and close working ties with the national intelligence community. The DoW is making huge capital investments in AI solutions that should positively impact IW workflows. With all these resources available, is innovation even necessary? 

The answer is yes. Despite being well-stocked with talented personnel and appropriated funds, the Navy IW community aboard Carrier Strike Groups (CSGs), Amphibious Readiness Groups (ARGs), and at fleet-level Maritime Operations Centers (MOCs) still operate according to increasingly antiquated and inefficient business practices. Dozens of human analysts spend countless man-hours every day creating and editing PowerPoints. Others spend time using outdated search tools to answer requests for information (RFIs) from senior leadership, watchstanders, and other operators throughout the organization. Compounding these challenges is the structure of the information systems themselves, as critical information remains siloed in disparate databases, thwarting rapid retrieval, analysis, and automated fusion. The net effect of these overlapping issues is that the most data-centric part of the Navy, the Information Warfare Community, is today poorly postured to lead the Navy’s digital transformation and risks failing to effectively adapt to the modern maritime battlespace. 

Luckily for the Navy and the country at-large, there are several innovative initiatives underway across the naval IW enterprise that are showing us the way forward. These efforts, coupled with the thoughtful integration of commercially available AI solutions, offer Navy IW a once in a generation opportunity to increase productivity and output for relatively little cost. The solutions can be grouped into three categories: workforce, organizational reform, and technological solutions.

Workforce: Identifying and Cultivating Digital Talent

Walk into any MOC in the Navy and you may find an intelligent, bright-eyed young individual who identifies themselves as the command’s Chief Data Officer, or maybe Chief Technology Officer, or perhaps lead for Artificial Intelligence or Data Science. Press them a little further and they will happily explain to you that they started off at the MOC doing something entirely different but at some point they shared with their leadership that they had a technical background and could do some coding and voila they received a new job, a new set of responsibilities, and a direct line of communication to senior leadership. 

The positions of Chief Data Officer, Chief Technology Officer, AI Lead, etc. do not exist on any MOC manning documents. Still, those individuals are today found at every MOC in the Fleet. What is happening? The simplest answer is that the operational leadership at the MOCs realized they needed something that Big Navy was unable or unwilling to provide, then created new positions of their own accord by drawing from their own staffs. Every MOC did this independently, seemingly without coordinating across the Service. This is both an admirable example of deckplate innovation at the MOC-level and a fairly serious indictment of the Navy’s manpower challenges when it comes to manning a modern, digital workforce.

But the need for an innovative solution only highlights a Fleet-wide problem. The Navy lacks the ability to identify, employ, and retain digital talent (hereafter “digital” will refer to data science, data engineering, and artificial intelligence, broadly defined). There is one Navy Additional Qualifying Designator (AQD) for Data Science and it is only granted upon graduation from the Naval Postgraduate School’s (NPS) Data Science Program. There are no equivalent AQDs for artificial intelligence or other information- and data- related fields of study. The Navy currently has a much better understanding of which Sailors speak Hausa than which can code in Python, C++, or Java.

The easiest way for the Navy to address this issue is to leverage work already done by the DoW. The DoW’s Digital Workforce initiative, started by the DoW Chief Data and Analytics Office (CDAO) in 2022, generated multiple highly readable reports and useful insights for how to develop “digital talent” across the DoW. CDAO already did the hard work by creating language that could easily convert to Navy AQDs and Sub Specialty Codes (SSPs) related to data science, data engineering, software engineering, AI, etc. Once established, these AQDs and SSPs should be called out explicitly in board convening orders and other promotion criteria, making plain to both promoters and promotees that such skills are as much Navy priorities as Operations Research and Financial Management. The IW community can further lead in workforce development by serving as the community sponsor for innovative graduate certificate programs and “stackable” degrees delivered asymmetrically, including the recently-launched Master of Applied Computing program at NPS.

The AQD/SSP approach has the advantage of increasing the Navy’s oversight of who has which digital skills without unduly disturbing existing career paths, and allows detailers, commanders, and other senior leaders to quickly find and fit talent to key roles in the Fleet. Formally recognizing digital qualifications would have positive impacts on URL communities as well. For instance, an E-2D pilot with coding expertise can still be a pilot, but the Navy will also be aware that he or she has coding expertise, allowing that person to fill relevant billets, liaison roles, or collateral duties. Over time, this AQD/SSP approach will allow the formal creation of billets like the MOC Chief Data Officer and ensure that those billets are manned by qualified personnel. We believe the above recommendations are in alignment with the “Talent” section of the DoW’s January 9, 2026 AI guidance.

Organizational Reform Afloat and at the Fleets

In November 2022, Carrier Strike Group One (CSG-1), in collaboration with Project Overmatch, established the Navy’s first Data Science at Sea (DS@S) team empowered to use all available intelligence, battlespace, and operational data to address emerging warfare requirements. The DS@S team, cobbled together from volunteers around CSG-1 and its subordinate units, automated routine tasks and found novel ways to analyze, fuse, and visualize battlespace data over two deployments to the Western Pacific and the 2024 Rim of the Pacific (RIMPAC) exercise in Hawaii. This grassroots effort went on to inspire similar efforts through PACFLT and resulted in the generation of a classified TACMEMO from the Navy Information Warfare Development Center (NIWDC) detailing the initiative.1 

Over the teams’ nearly three years of operations on CSG-1, it partially or fully automated many IW processes across the Strike Group. The major lesson learned was not that you can do more IW work with fewer people – although this is true – but rather that the DS@S approach creates more bandwidth and time for meaningful human analysis. The DS@S team also developed several novel battlespace awareness and planning tools that are now commonly used by units across the Pacific.2

These teams cannot continue to operate on an ad hoc basis, however, and must be codified, trained, and employed with the same eye towards standardization as at any ESG or MOC across the Fleet. Activating reservists and peeling civilian shipriders away from other tasks has worked well enough to date but is not sustainable over time due to an ever expanding list of operational requirements with ever limited material and personnel resources. To generate consistent decision advantage, build skills over time, and be maximally responsive to the needs of the CSG, ESG, or MOC Commander, data science teams must have a permanent home, dedicated billets, and funding for both training and equipment. In May 2025, the Naval Postgraduate School hosted a summit with a variety of stakeholders to tackle these issues and explore how best to scale the DS@S initiative across the Fleet and “productionalize” the tools that the deployed teams develop.

Until now, the CSG-1 DS@S team has been housed within the Admiral’s staff, but the most natural fit for such a group is within the Information Warfare Commander (IWC) afloat construct. At present, the IWC is the senior member of the IW community embarked with the CSG, but as a member of the Admiral’s staff is without ADCON of any personnel and OPCON of only a select few. The exact nature of the IWC’s roles and responsibilities varies between CSGs based on commander’s discretion. The lack of job standardization and formal authorities (i.e., budget, NJP) for IWCs across the Fleet has hamstrung the role. 

There is an effort underway to address the structural weakness of the current IWC construct. In December 2025, Naval Information Forces (NAVIFOR), the TYCOM for IW across the fleet, established two Information Warfare Squadrons or IWRONs. These IWRONs are designed to “addresses the increasing complexity and sophistication of global threats, which actively seek to exploit vulnerabilities from seabed to space.”3 It is critical that these new IWRONs establish DS@S teams as a Department within the command. Should these pilot IWRON initiatives succeed, they should be replicated both ashore at the MOC (as previously discussed) and afloat at the Navy’s Amphibious Readiness Groups (ARGs). In this construct, the DS@S team would have the personnel, budget, hardware, and authorities to operate continuously as a digital innovation hub for the entire CSG. The IWC could even dispatch the team to work with allies and partners, as the CSG-1 DS@S team did with its French counterparts aboard ships within the CHARLES DE GAULLE Strike Group during the PACIFIC STELLER series of exercises in early 2025.4

Technological Transformation: Leveraging AI and Data

First airing in 1966, Gene Rodenberry’s Star Trek imagined a future where technology had completely redefined the human experience, allowing us to explore the universe with a fleet of massive spacecraft. One thing that the starship Enterprise did not have was an Intelligence Officer. If someone wanted to know a specific scientific fact, the capabilities of Klingon ships or the location of the nearest spaceport, they asked “Computer.” The US Navy is not quite there yet, but we’re much closer now than ever. In July 2025, the DoW announced it was granting contract awards of up to $200 million for artificial intelligence development at Anthropic, Google, OpenAI and xAI.5 Not all of that money will directly impact Navy priorities, nor will it be immediately available to afloat units, but we are getting very close to the day when almost all classified RFIs can be answered by a Large Language Model (LLM) connected to every SIPR and JWICS on a ship. Secretary Hegseth’s December announcement of GenAi.mil is a welcome step towards realizing this vision.6

The deployment of LLMs on classified datasets across the Fleet is unlikely to lead to the wholesale replacement of IW personnel but will likely change the nature of their work. LLMs on warships will need to be optimized to operate in denied or degraded communications environments, meaning they likely need to be installed and run locally onboard ships. This will improve daily performance by removing the need for an internet connection, but it also means that over the course of a deployment the datasets feeding the LLM will become out of date and questions like “when is the last time Country X’s ship operated here” will go from being accurate and useful to inaccurate and misleading after a few weeks. 

This means that the role of deployed IW personnel will be ensuring that the datasets feeding LLMs are accurate and up to date. This includes the tactical data that is collected by the ship during the course of a deployment, whether that is intelligence, METOC, or SIGINT data. As this data management and LLM curation will be a cross-IW enterprise it should become a core function of the nascent IWRON structure discussed above. Some learning and experimentation will be required as the knowledge management practices onboard most ships today do not extend beyond maintaining Sharepoint sites, Collaboration at Sea (CaS) pages, or share drive folders.

Of course ships themselves must also be considered in the execution of this concept, particularly regarding space available for hardware and power output to run LLMs as described. Operating the aforementioned equipment requires specialized–or at least dedicated–compute, which will have to be installed likely in classified spaces already at a premium on smaller classes of warship. Furthermore, both the ship’s Engineering and Information Warfare teams must be engaged to determine what capabilities could be lost or degraded if LLMs are integrated into the ship’s technology stack, including hardware, software, power supply, maintainers, and operators. These conversations and their solutions fall squarely in the wheelhouse of NAVIFOR’s IWRON program, currently being piloted on both the east and west coasts. IW Commodores and their staffs should work directly with both operational and training DESRONs, along with AIRLANT/PAC and CSG staffs, to ensure hardware, software, and manpower training and operational needs are met going into workup and deployment cycles. Integrating these solutions into routine operations as quickly as possible will be key to fully implementing an AI strategy that is set up for success.

Innovation is Necessary to Retain IW’s Warfighting Edge

As McAfee and Brynjolfsson note, investments in both workforce training and improved business practices are more impactful than technological investment alone. The Navy IW community must therefore be proactive in addressing its productivity challenges by taking a round turn on training and innovation. We must organize our forces both afloat and ashore to identify current talent, train new innovators, and ensure they are accounted for throughout their time in uniform. We must prioritize our operational forces both afloat and ashore. This means the IWC must be resourced, staffed, and authorized appropriately to operate afloat, while their MOC counterparts must be similarly taken care of ashore. And we must incentivize our most innovative personnel–the Navy’s greatest strength–to learn, train, fight, and stay Navy.

Taken together, these improvements are critical to the Navy’s future and certainly greater than the sum of their parts. The journey of a thousand miles begins with a single step, after all. The Navy has reorganized itself to adapt to technological change time and again – steel over wood, steam over wind. Now the Navy must absorb, understand, and harness the power of the digital technologies to maintain its warfighting edge. 

Lieutenant Commander Shane Halton is an Intelligence Officer currently serving in Washington DC. He previously served as a Requirements Officer at the Navy’s Digital Warfare Office and helped create the Navy’s first Data Science at Sea team aboard CSG-1.

Lieutenant Commander Adam Reiffen is an Intelligence Officer currently serving as a Federal Executive Fellow at Brown University’s Watson School of International and Public Affairs. He previously served as a Requirements Officer at OPNAV N2N6 and was Officer-in-Charge of the Navy’s Data Science at Sea team aboard CSG-1 from 2024-25.

The opinions expressed are those of the authors and do not reflect the views or policy of the U.S. Department of War, the Department of the Navy, or the U.S. government. No federal endorsement is implied or intended.

References

1. Rear Admiral Carlos Sardiello and Lieutenant Commander Shane Halton, U.S. Navy, and Annie Voigt, CNA, “The Case for Data Science at Sea,” CNA In-Depth, June 2024, https://www.cna.org/our-media/indepth/2024/06/the-case-for-data-science-at-sea.

2. Lieutenant Commanders Adam Reiffen and Shane Halton, U.S. Navy, “Lessons Learned in Year One of Data Science at Sea,” Proceedings, May 2024, https://www.usni.org/magazines/proceedings/2024/may/lessons-learned-year-one-data-science-sea.

3. Joshua Rodriguez, U.S. Navy, “A Paradigm Shift: Navy Establishes First Information Warfare Squadron, ” navy.mil, Dec 2025, https://www.navy.mil/Press-Office/News-Stories/display-news/Article/4353901/a-paradigm-shift-navy-establishes-first-information-warfare-squadron/  

4. Ensign Rachael Jones, U.S. Navy, “U.S. and French Host First-Ever Military Hackathon at Sea,” DVIDS, May 2024, https://www.dvidshub.net/news/492989/us-french-host-first-ever-military-hackathon-sea.

5. Sydney J. Freedberg, Jr., “Anthropic, Google and xAI win $200M each from Pentagon AI chief for ‘agentic AI’,” Breaking Defense, July 14, 2025, https://breakingdefense.com/2025/07/anthropic-google-and-xai-win-200m-each-from-pentagon-ai-chief-for-agentic-ai/ 

6. C. Todd Lopez, ”Hegseth Introduces Department to New AI Tool,” war.gov, Dec 2025, https://www.war.gov/News/News-Stories/Article/Article/4355797/hegseth-introduces-department-to-new-ai-tool/.

Featured Image: GULF OF ALASKA (Aug. 23, 2025) Lt. Michael Zittrauer works on a terminal in the combat information center (CIC) aboard the Arleigh Burke-class guided-missile destroyer USS Frank E. Petersen Jr. (DDG 121) during exercise Northern Edge 2025 (NE25). (U.S. Navy photo by Mass Communication Specialist 3rd Class Christian Kibler)

Take the Conn! Steering a Course for Technical Talent in Modern Naval Warfare

By Scott A. Humr

Technical talent is critical to the Department of the Navy’s bid for technological overmatch in modern warfare. More emphatically, Vice Admiral Loren Selby stated in the Navy’s Naval STEM (Science, Technology, Engineering & Mathematics) Strategic Plan, “Strong Naval STEM efforts are critical to America’s future, and are a matter of national security.”1 While technologies are crucial to enabling systems and processes such as Combined Joint All-Domain Command and Control (CJADC2), technical talent that informs the development and employment of algorithmic warfare systems is equally important.2

However, the naval services – the Navy and Marine Corps – lack an implementation plan for how they will cultivate STEM talent. To succeed in 21st century naval warfare, the naval services must take a holistic approach to recruiting, education, and retention if they are to effectively compete with today’s advanced threats and the multitude of adversaries. Without clear actions and the right personnel, the naval services’ efforts to improve warfare today will remain, at best, aspirational.

Improving the Foundation

The foundation of a 21st century naval warfare workforce begins with recruiting. Recruiting a technically competent workforce lays the keel of future success. However, the naval services will likely need to improve recruitment of STEM degrees from their largest accession pool for officers such as Navy Reserve Officer Training Corps (NROTC) and other commissioning sources. For instance, the US Navy and the Marine Corps only obtain 19.9 percent and 15.89 of their officer accessions from the Service academies, respectively. Fortunately, all these officers graduate with a Bachelor of Science degree.3 Therefore, with majority of officer accessions deriving from non-military academy sources, the naval services need to do a great deal more for targeting their largest commissioning populations.

The demand for STEM degrees throughout the world is currently outstripping supply. The World Economic Forum reported that there is a global STEM crisis, causing many advanced countries to sound the alarm.4 In the US, a March 2024 brief published by National Science Board reported “We [the United States] are not producing STEM workers in either sufficient numbers or diversity to meet the workforce needs of the 21st century knowledge economy, especially if STEM talent demand grows as projected.”5 Joseph McGettigan, the Director of the United States Naval Academy STEM Center recently stated:

“In 2017 there were 2.4 million positions in the US workforce that went unfilled because there were not enough people with STEM degrees to fill them. It is expected that in 2027 that number will increase by ten percent.”6

Not surprisingly, the US National Center for Education Statistics (NCES) shows that engineering and related degrees, along with computer and information sciences and support services, only make up a small percentage of all the degrees conferred as shown in Figure 1.7 Hence, these statistics do not bode well for the naval services recruiting and diversity goals for STEM education to support modern warfare. With a growing shortage of STEM talent, the naval services will have to increasingly compete for a smaller portion of this skilled population. Still, the naval services can improve their ability to recruit in a number of different ways.

Figure 1 – Number of college degrees by discipline. Source: US National Center for Education Statistics (NCES).
Figure 1 – Number of college degrees by discipline. Source: US National Center for Education Statistics (NCES).

One way the naval services can improve their recruiting efforts is to influence and increase the pool of eligible candidates sooner. Specifically, the naval services should vector more resources towards their Junior ROTC (JROTC) programs.

Established in 1916, JROTC programs were established to inculcate citizenship and leadership for secondary school students.8 Currently, the JROTC programs are not explicitly designed for military recruitment.9 However in the 2015 Armed Forces Appropriations Bill, Congress voiced its concerns about JROTC’s connections to recruitment by stating:

“The Committee is concerned about the shrinking number of American youth eligible for military service. For nearly 100 years, the Junior Reserve Officer Training Corps [JROTC] has promoted citizenship and community service amongst America’s youth and has been an important means through which youth can learn about military service in the United States. But evidence suggests that some high school JROTC programs face closure due to funding tied to program enrollment levels, adversely impacting certain, particularly rural, populations.”10

While recruitment is not an explicit end-state of JROTC programs, it nonetheless has implications for recruitment.11 For these reasons, the naval services are missing out on an important source of potential recruitment and greater influence over the types of skills needed to support the naval services.

One way the naval services could improve the JROTC program is by making it a more attractive and viable place to grow the next generation of technical leaders. For instance, JROTC programs should place less emphasis on traditional programs of drill and ceremonial activities that the rising generation may consider anachronistic. Rather, JROTC units could structure their programs around more of an Ender’s Game approach:12 creating opportunities such as drone racing leagues, robot building, hackathon coding camps, and E-sports. A more modern conceptualization of JROTC could help shed the stodgy drill and ceremony competitions and create more interest in STEM fields. Such a change would make the military more appealing while also cultivating the skills needed in modern warfare. As a result, the naval services would benefit by increasing the potentially pool for recruitment of this talent.

VIRGINIA BEACH, Va. (Oct. 30, 2018) Cmdr. Chris Swanson, officer in charge, Landing Signal Officer (LSO) School, participates in a final prototype demonstration of the Office of Naval Research (ONR) TechSolutions-sponsored Flight Deck Crew Refresher Training Expansion Packs (TEP). (U.S. Navy photo by John F. Williams/Released)

If the Navy and Marine Corps are to recruit capable citizens to meet the demands of 2030 and beyond, the services need to also address their public-facing social media presence used for their JROTC recruitment. In fact, both Navy and Marine Corps recruitment platforms for their respective JROTC programs require a complete overhaul. The web presence found for these organizations are woefully uninspiring and uninformative. From webpages to social media, the NJROTC and Marine Corps ROTC (MCJROTC) media does not tell a compelling story of service to one’s country or anything remotely intriguing that would drive potential recruits to click, scroll, or swipe deeper into the content. For instance, the Navy’s own NJROTC webpage is a throwback to the way webpages were formatted in the mid-2000s with the content being almost completely text based. Furthermore, NJROTC content on such sites as YouTube is equally uninspiring along with no official Navy presence to speak of on Instagram or TikTok.

If the naval services are going to battle other narratives that compete for attention and tell a compelling story, they must do battle on the same cyber terrain. Warfare knows no bounds and extends to the arena of recruiting the next generation of talent. If the Navy and Marine Corps do not recognize this, then they have already ceded the field of battle to other competing narratives, or worse, the enemy.

Educating for Decision-Making

To compete effectively with modern warfare technologies over the next decade, the naval services must educate and promote continuous learning for better decision-making. Decision-making at the pace of artificial intelligence (AI) is anticipated to be measured in seconds in future war. For instance, the US Army’s Project Convergence which is already testing many AI-enabled applications, advertised they were able to achieve target acquisition to target engagement within 20 seconds.13 Commenting on the challenges Navy destroyer captains face in the Red Sea against Iranian-back Houthis, Admiral Brad Cooper stated they only had nine to 15 seconds to make a decision in an intense environment.14 Therefore, reducing the amount of time to close the kill chains to seconds portends a significant increase in the pace of warfare in the foreseeable future, and by extension, the need for faster human judgments when humans are an integral part of the decision-making process.15 For these reasons, future leaders will not only need to have the best education but will require continuing education to ensure their skills are kept current and relevant to meet such demands.

The naval services must educate to adapt to the changing realities of the Cognitive Age,16 otherwise risk falling behind. However, educating personnel and not placing them in follow-on billets to use their skills and hone their education further through real-world application risks reducing the service’s return on investment in these critical skills. For instance, most US Navy personnel who graduate from the Naval Postgraduate School are not placed in billets that maximizes the use of their degree.17 This is problematic because it demonstrates that the Navy, as publicized in the comprehensive Education for Sea Power (E4S) report, does not have a rigorous selection process for assigning personnel to NPS.

This is clear from the E4S report that the Navy, in particular, is missing the mark on education in at least two ways. First, the E4S showed that the Navy has consistently selected personnel who were either already approved for retirement when entering school or retired from active duty immediately after graduation (p. 331). Figure 2, from the E4S, shows that in FY18 alone the Navy had 736 sailors who fit that description. Second, the E4S stated that, “The variances in training requirements/career progression/sea-shore rotation for each URL (Unrestricted Line) community do not support directly associating a career milestone with graduate education. Communities do not require post-graduation education at the same time within each respective career path” (p. 339). What’s worse is this practice was identified in a 1998 Center for Naval Analysis report, stating that only 37 percent of graduates were sent to utilization tours in relevant coded billets.18 Once again, this demonstrates that the Navy’s system of selection and employment of its most critical asset, its people, falls woefully short and requires an immediate course correction if it is to properly educate and subsequently employ its human talent.

Figure 2 – Number of Navy officers attended who were already approved for retirement when entering school or did retire from active duty immediately after graduation. From E4S report (p. 331).
Figure 2 – Number of Navy officers attended who were already approved for retirement when entering school or did retire from active duty immediately after graduation. From E4S report (p. 331).

To correct these shortcomings, the Navy should employ a more deliberate board process. For instance, they could adopt a similar approach to the Marine Corps’ graduate education board process.19 Next, both naval services need to identify all billets requiring Master’s-level education that are steppingstones to greater responsibility and promotability. For instance, the Marine Corps should zero-baseline its technical talent in order to realign billets to where they are needed the most.20 Under the Marine Corps’ current policy, units must identify three billets to compensate for a single technically educated service member.21 For this reason, periodically assessing where technical talent needs to reside is crucial for managing this critical talent.

Raising the educational bar and the prestige of such billets will pressurize the system to demand the education and performance necessary to place such billets on par with other career-enhancing positions. This is necessary to ensure only the best and brightest remain in critical leadership roles across all warfare communities.

Retention Requires an Idiosyncratic Approach

It’s no secret that retention is a major concern for the naval services. From the Marine Corps’ efforts to mature the force under Force Design 2030 to the Navy’s own efforts to keep top talent, the naval services will likely continue to struggle given the additional pressures operating under the current recruiting crisis.22 Therefore, all warfare communities should consider several measures that could help with retention. First, all communities should have a clear path to the admiral and general officer levels. For instance, it has been noted that the Navy fills top-level leadership posts in the information warfare communities with unrestricted line officers and not information warfare personnel.23 Such practices not only demonstrate that information warfare leaders may not get to command at the highest levels, but it also demoralizes the community as a whole because it signals technical competence and intimate community understanding are not required to excel.

Second, retention should become more appealing the longer one stays within their community while making meaningful contributions. For instance, bonuses could follow a more tiered system in which the longer one stays, the larger the bonus becomes. This approach can be further incentivized by structuring choices around loss aversion rather than simple lump sum bonuses. This would potentially increase the incentives for receiving a larger bonus the longer one stays.

SAN DIEGO (Sept. 17, 2019) U.S. Navy Information Systems Technicians assigned the aircraft carrier USS Ronald Reagan (CVN 76) provision more than 1,500 computer workstations for integration into their shipboard Consolidated Afloat Ships Network Enterprise Services (CANES) system in Naval Information Warfare Center Pacific’s Network Integration and Engineering Facility. (U.S. Navy photo by Rick Naystatt/Released).

While there are many additional incentives the services could offer to retain their technical talent, retention still remains idiosyncratic and inducements are not a one-size fits all. Rather, the services need to have the flexibility to provide a range of more bespoke incentives that can be aligned with individual interests. Combinations of geographic preference, additional leave, and bonuses should merit consideration. In short, retention is an important leadership issue that commanders are in a position to positively influence and help shape on a case-by-case basis. Anything short of this will not provide the flexibility needed to help retain the service’s technical talent.

Conclusion

Warfare in the 21st century will demand new approaches for recruiting, education, and retention for the naval services to excel and prevail in battle. As more technologies incorporate AI, autonomy, and even quantum computing, leaders will need to hold the line on sustained investment in technical talent to reap the benefits of both a technologically competent and mature force. Furthermore, the National Security Commission on Artificial Intelligence states that, “the human talent deficit is the government’s most conspicuous AI deficit and the single greatest inhibitor to buying, building, and fielding AI-enabled technologies for national security purposes.”24 Moreover, as the pace of warfare increases, technical talent will have to equally keep apace to ensure the domains they operate in are not ceded to the enemy.

Technically demanding fields require the resources and manpower to have a true force in readiness. Without a clear implementation strategy to address these issues, technical talent will likely exit their service for greener pastures.25 To maintain the United States’ competitive advantage throughout the spectrum of armed conflict, the naval services need to recognize that talent management is a continuous fight and that its people will remain the key driver for winning now and in the future.

Scott Humr, Ph.D. is an active-duty Lieutenant Colonel in the United States Marine Corps with more than 26 years of service. He has worked at every level of the Marine Air-Ground Task Force and has multiple deployments spanning the spectrum of operations. He currently serves as the Deputy for the Intelligent Robotics and Autonomous Systems office under the Capabilities Development Directorate in Quantico, VA. 

Endnotes

1. Department of the Navy, Naval STEM Strategic Plan, https://navalstem.us/wp-content/uploads/2023/03/C31_43-10535-22_Naval-STEM_Strategic-Plan_Final.pdf.

2. Allen, Gregory C. “Six Questions Every DOD AI and Autonomy Program Manager Needs to Be Prepared to Answer.” Washington, DC: 2023. https://www.csis.org/analysis/six-questions-every-dod-ai-and-autonomy-program-manager-needs-be-prepared-answer.

3. “Active Component Enlisted Accessions, Enlisted Force, Officer Accessions, and Officer Corps Tables.” Accessed November 25, 2023. https://prhome.defense.gov/Portals/52/Documents/MRA_Docs/MPP/AP/poprep/2017/Appendix%20B%20-%20(Active%20Component).pdf.

4. Timo Lehne, What can employers do to combat STEM talent shortages?, World Economic Forum, May 21, 2024, https://www.weforum.org/agenda/2024/05/what-can-employers-do-to-combat-stem-talent-shortages.

5. National Science Board, Talent is the treasure, March 2024, https://www.nsf.gov/nsb/publications/2024/2024_policy_brief.pdf.

6. Jennifer Bowman, Investing in Future Generations: SSP Receives Hands-On STEM Outreach Training at the US Naval Academy, December 6, 2023, https://www.navy.mil/Press-Office/News-Stories/Article/3609182/investing-in-future-generations-ssp-receives-hands-on-stem-outreach-training-at.

7. “Undergraduate Degree Fields.” Accessed November 25, 2023. https://nces.ed.gov/programs/coe/indicator/cta/undergrad-degree-fields.

8. Goldman, Charles A., Jonathan Schweig, Maya Buenaventura, and Cameron Wright, Geographic and Demographic Representativeness of the Junior Reserve Officers’ Training Corps. Santa Monica, CA: RAND Corporation, 2017. https://www.rand.org/pubs/research_reports/RR1712.html, p.ix.

9. Ibid.

10. US Congress, S. Rept. 113-211 – Department of Defense Appropriations Bill, 2015, 113th Congress (2013-2014), https://www.congress.gov/congressional-report/113th-congress/senate-report/211.

11. Goldman, Charles A., Jonathan Schweig, Maya Buenaventura, and Cameron Wright, Geographic and Demographic Representativeness of the Junior Reserve Officers’ Training Corps. Santa Monica, CA: RAND Corporation, 2017. https://www.rand.org/pubs/research_reports/RR1712.html, p.x.

12. Bryant, Susan F., and Andrew Harrison. Finding Ender: Exploring the Intersections of Creativity, Innovation, and Talent Management in the US Armed Forces. National Defense University Press, 2019.

13. Freedberg Jr., Sydney J. “Kill Chain In The Sky With Data: Army’s Project Convergence.” Breaking Defense (blog), September 14, 2020. https://breakingdefense.sites.breakingmedia.com/2020/09/kill-chain-in-the-sky-with-data-armys-project-convergence.

14. Norah O’Donnell, Navy counters Houthi Red Sea attacks in its first major battle at sea of the 21st century, June 23, 2024, https://www.cbsnews.com/news/navy-counters-houthi-red-sea-attacks-in-its-first-major-battle-at-sea-of-21st-century-60-minutes-transcript.

15. “Autonomy In Weapon Systems.” https://www.esd.whs.mil/portals/54/documents/dd/issuances/dodd/300009p.pdf.

16. Vice Admiral Ann E. Rondeau, “Technological Leadership: Combining Research and Education for Advantage at Sea,” USNI Proceedings, accessed on March 22, 2021, https://www.usni.org/magazines/proceedings/2021/february/technological-leadership-combining-research-and-education.

17. “Education for Sea Power Report.” https://media.defense.gov/2020/May/18/2002302021/-1/-1/1/E4SFINALREPORT.PDF.

18. Gates, William R., Maruyama, Xavier K., Powers, John P., Rosenthal, Richard E., and Cooper, Alfred W. M. “A Bottom-Up Assessment of Navy Flagship Schools: The NFS Faculty Critique of CNA’s Report.” Monterey, 1998. https://apps.dtic.mil/sti/tr/pdf/ADA358184.pdf#:~:text=there%20is%20a%20low%20utilization%20rate%20(approximately,highest%20per%2Dstudent%20expenditure%20relative%20to%20other%20%22.

19. “Marine Corps Graduate Education Program (MCGEP).” Accessed November 19, 2023. https://www.marines.mil/portals/1/Publications/MCO%201524.1.pdf?ver=2019-06-03-083458-743.

20. Scott Humr and Emily Hastings, Old Wine in New Wine Skins: Marine Corps technical talent requires a new approach, Marine Corps Gazette, June 2024.

21. “Total Force Structure Process.” https://www.marines.mil/Portals/1/MCO%205311.1E%20z.pdf.

22. Novelly, Thomas, Beynon, Steve, Lawrence, Drew F., and Toropin, Konstantin.” Big Bonuses, Relaxed Policies, New Slogan: None of It Saved the Military from a Recruiting Crisis in 2023.” Accessed November 13, 2023. https://www.military.com/daily-news/2023/10/13/big-bonuses-relaxed-policies-new-slogan-none-of-it-saved-military-recruiting-crisis-2023.html.

23. Bray, Bill. “The Navy information warfare communities’ road to serfdom.” Accessed October 23, 2023. https://cimsec.org/navy-information-warfares-road-to-serfdom.

24. “National Security Commission on Artificial Intelligence.” Washington, DC, 2021. https://www.nscai.gov/wp-content/uploads/2021/03/Full-Report-Digital-1.pdf, p. 3.

25. Nissen, Mark E., Simona L. Tick, and Naval Postgraduate School Monterey United States. “Understanding and retaining talent in the Information Warfare Community.” Technical Report NPS-17-002. Naval Postgraduate School, Monterey, CA (February 2017), 2017. https://apps.dtic.mil/sti/pdfs/AD1060196.pdf

Featured Image: ATLANTIC OCEAN (Dec. 13, 2021) An unmanned MQ-25 aircraft rests aboard the flight deck aboard the aircraft carrier USS George H.W. Bush (CVN 77). (U.S. Navy photo by Mass Communication Specialist 3rd Class Brandon Roberson)

The Life and Legacy of Admiral John Dahlgren

By Dr. Rob Gates

When I give a tour of the Dahlgren Heritage Museum, I always start at the photograph of Admiral John A. Dahlgren. It’s not unusual to get questions like “Was he born around here?” or “When was he stationed here?” The answers to those questions are, respectively, “No” and “Never.” So, who was John Dahlgren and why are the Navy laboratory and town named after him?

John Adolphus Bernard Dahlgren was born in Philadelphia in 1809. His parents, Bernhard and Martha Dahlgren, were well educated and on the edge – geographically and financially – of Philadelphia society and he knew the children of the top families. His parents insisted that he be given a proper education and he received top grades in mathematics, science, and Latin at a Quaker school.

Dahlgren’s world changed when his father died in 1824 and left the family in dire financial straits. He applied for an appointment as a midshipman in the Navy but was turned down. He worked for a time as a church secretary and then decided to reapply. This time, however, Dahlgren did something different and, following a pattern that he used throughout his life and career, used outside influence. In this case, that of prominent citizens of Philadelphia and family friends.

He was appointed as a midshipman in February 1826 and in April was ordered to serve on the USS Macedonian, originally the HMS Macedonian, on a cruise to South America. That was followed by a cruise to the Mediterranean on the USS Ontario. So far, his career was much like that of any Midshipman but things were about to take a turn. His cruise was cut short by illness and he was sent home on the USS Constellation, one of the original six frigates ordered by the US Navy. He used his three months leave to go to the Norfolk Navy School to study for his promotion examination.

Rear Admiral John A. Dahlgren, USN, standing beside a 50-pounder Dahlgren rifle, on board USS Pawnee in Charleston Harbor, South Carolina, circa 1863-1865. He was then commanding the South Atlantic Blockading Squadron. (Photo via Library of Congress)

He passed and was assigned to the USS Sea Gull, a receiving ship in Philadelphia, as a passed midshipman.1 There were some advantages to such an assignment. First and most importantly, it counted as an assignment at sea. In the 19th century, promotion was by strict seniority and there was no mandatory retirement age. So, in addition to waiting your turn for promotion, it was necessary to build a resume. The most important part of a personal record was time at sea and, eventually, command at sea. Other advantages included easy duty with time to pursue other interests and the opportunity to live (and spend time) on shore rather than on the ship. Dahlgren, for example, studied law by reading and making notes on Blackstone’s Commentaries on the Laws of England, an influential law text from the 18th Century.

In June 1833, he got sick again and took an unplanned years leave to recover his health. When he was returned to active duty in 1834, he was assigned to the United States Geodetic Survey as an assistant to the Superintendent Ferdinand Hassler. This took advantage of his skills in mathematics and science and was a turning point in his career. Hassler believed in continuing the education of his assistants and Dahlgren received the equivalent of a graduate education in mathematics from him. He excelled in his assignments and, as his responsibilities grew, he took on additional duties as a leader of a survey team. He quickly found that he was being paid half that of the civilian members of his team and campaigned for a promotion or pay increase. Both were turned down and, as before, Dahlgren used influence outside of the Department of the Navy and wrote a letter to his senator, who pressured the Secretary of the Navy on Dahlgren’s behalf.2 Shortly after, he received his promotion to lieutenant.

Unfortunately, the close work he was doing damaged his eyes and in 1837 he was sent to the naval hospital in Philadelphia for treatment. When his eyes did not improve he requested leave to go to Paris – on full pay – for treatment. Dahlgren spent six months there but, again, there was little improvement. He was offered a choice – go to sea and possibly lose his sight or go on furlough at half pay. He objected to half pay on the basis that he had a service-related injury. After his proposal was rejected, he appealed to his congressman who had the decision reversed. He stayed on leave until 1842.

While his eyesight did not improve in Paris, it was another turning point in his career. He became acquainted with the work that Henri Joseph Paixhans was doing with the French Navy on a type of cannon that could fire an explosive shell. Dahlgren studied Paixhans’s work and wrote and self-published a translation of his work after returning from Paris. He distributed it to Navy officers which established his reputation as an ordnance expert. When he returned to active duty and was assigned to the USS Cumberland, he was a division officer and responsible for the Cumberland’s four shell guns. While on the USS Cumberland, he invented a simpler breech lock for the guns and an improved method for sighting guns, which added to his reputation as an ordnance expert. The cruise was cut short by anticipation of war with Mexico and he returned to Philadelphia in late 1846 and awaited orders. They came in January 1847 when Dahlgren was assigned to the Bureau of Ordnance and Hydrography at the Washington Navy Yard.

For the next five years Dahlgren applied the mathematics and science that he learned from Hassler to the development of ordnance. During that time, he established the Experimental Test Battery at the Navy Yard and he used the data that were gathered through testing in a scientific approach to designing naval guns.

The result was the famous soda bottle-shaped Dahlgren gun. He also assigned Navy officers to the foundries where the guns were made and applied his knowledge to develop a more rigorous approach to the acceptance of the guns by the Navy.

IX-inch Dahlgren Gun. (Photo from Naval History and Heritage Command)

In 1861, the Commandant of the Navy Yard, Captain Franklin Buchanan, a Maryland native, resigned his commission on the belief that Maryland would secede. When that didn’t happen, he offered to withdraw his resignation. His offer was turned down and he “went south” and joined the Confederate Navy.3

Buchanan’s logical successor was Commander Dahlgren, but Commandant was a captain billet and his promotion was not likely. Promotion to captain usually followed a command tour at sea and Dahlgren had not been to sea in several years and had never had a command tour. His friend President Abraham Lincoln intervened and convinced Congress to pass a Special Act to promote him over the Navy’s objections.

A similar thing happened seven months later. Dahlgren wanted command at sea and Lincoln used his influence to have Dahlgren promoted to rear admiral and assigned to command the South Atlantic Blockading Squadron off Charleston, South Carolina to replace Rear Admiral Samuel F. DuPont in 1863.

But it was not easy or without controversy. Dahlgren had been pushing Secretary of the Navy Gideon Welles for assignment to sea duty for a year and Welles had resisted on the grounds that Dahlgren was more valuable in his ordnance assignment. When he was promoted and saw that DuPont was in disfavor because of his failure in Charleston, Dahlgren saw an opportunity. He approached Welles about replacing DuPont. Welles felt that Dahlgren’s selection would cause resentment within the officer corps but, at the same time, knew that it would please the president. Welles resented Dahlgren’s relationship with Lincoln and saw it as an opportunity to get Dahlgren out of Washington and away from the president. His compromise was to appoint Rear Admiral Andrew H. Foote to command the South Atlantic Blockading Squadron with Dahlgren in a subordinate role commanding the ironclads. Foote and Dahlgren prepared to take command and met with Brigadier General Quincy A. Gillmore, the newly assigned army commander in South Carolina, to discuss his plan to capture Charleston. Foote fell ill and when he died, Welles felt that because Dahlgren was familiar with Gillmore’s plan, he was the best choice to succeed him.

Dahlgren had three missions when he took command: (1) capture Charleston, (2) blockade the South Atlantic Coast, and (3) defend the fleet and base at Port Royal. However, he was given only one specific instruction by Welles – support the Army and General Gillmore in conducting his operations. When he took command, he found that Gillmore’s first operation was to take place in just a few days. Dahlgren jumped in to support him and, while he felt that the Navy performed admirably, he saw the first signs of the problems that were to trouble him for most of the rest of the war. Dahlgren supported Gillmore’s joint army-navy plan but thought there needed to be a single overall commander. Dahlgren commanded the navy force while Gillmore commanded the army. Each felt free to do what they thought was right and, as a result, coordinated effort was problematic.

Rear Admiral John Dahlgren (fifth from left) stands with his staff on board the sloop-of-war Pawnee off the Georgia coast in 1865. (Photo via Library of Congress)

There were also personality issues. Welles had long thought that Dahlgren’s push for sea duty was motivated by a search for the glory that he could not get in a shore assignment. Since that required protecting his reputation, he was reluctant to take chances and quick to avoid taking responsibility for failure. Unfortunately, Gillmore displayed many of the same characteristics. That eventually led to a feud that colored Dahlgren’s postwar years. The end result was a number of army operations that accomplished relatively little and, in any case, did not lead to the capture of Charleston.

In the fall of 1863, Dahlgren told Welles, who agreed with his assessment, that he could not undertake inner harbor operations at Charleston, as desired by Gillmore, with the forces at his disposal. He said that he could do so with additional ironclads. Welles agreed but noted that it would be several months before new ironclads would be available. However, by the end of the year, the War Department and the Navy Department both decided there were higher priorities and that there would not be any future efforts to capture Charleston.

Dahlgren’s focus the rest of the year was on blockading efforts and maintaining a stalemate in Charleston. During this time, he offered to resign three times. Welles attributed the offers to Dahlgren’s “glory seeking” and rejected all of them. He also saw possible political problems if he accepted Dahlgren’s resignation and still wanted to keep Dahlgren out of Washington.

Late in the year, General Sherman was approaching Savannah and Dahlgren saw an opportunity to support him through amphibious operations on the Georgia coast. Dahlgren had a longstanding interest in amphibious operations and had previously developed a small boat howitzer and the Model 1861 Navy (or “Plymouth”) rifle for shipboard and amphibious use. He also developed a manual for amphibious operations that included a fleet force of trained sailors and marines and incorporated artillery. Many of the elements of amphibious operations that he pioneered, tested, and revised are now widely accepted. He later supported Sherman’s move to bypass Charleston by providing a naval distraction. He occupied Charleston in February 1865 and spent the remaining months of the war removing obstructions in harbors and, finally, disbanding his squadron. He relinquished command in July and returned to Washington.

He spent some time in Washington before taking command of the South Pacific Squadron in 1866. He returned to Washington in 1868 and served as Chief of the Bureau of Ordnance for a year and then as Commandant of the Washington Navy Yard until his death in 1870.

In retrospect, some of Welles’s concerns were borne out. Senior navy officers respected Dahlgren for his work in ordnance but, as Welles suspected, resented his use of relationships and politics to get successes that they felt he had not earned. It should be said that he had some success while commanding the South Atlantic Blockading Squadron and, to one degree or another, he accomplished his three objectives. He also developed an understanding of joint operations and pioneered amphibious operations. He was a prolific writer and authored a number of books on ordnance and one on amphibious operations.

On the negative side, his conflict with Gillmore shaped his life from the end of the Civil War until his death. He spent much effort defending his reputation from charges from Gillmore and others and “refought” Charleston often during those years. As a result, his contributions to learning the lessons of the recent war and further contributions to ordnance were few.

Dahlgren’s Legacy Lives On

John Dahlgren left a rich legacy in the development, acceptance, and testing of naval ordnance. He established the Experimental Test Battery at the Washington Navy Yard for those purposes. His legacy was preserved after his death when the Naval Proving Ground (NPG) was established in Annapolis, Maryland in 1872 and then moved to Indian Head, Maryland in 1890. The focus of the NPG was on the same things that concerned Dahlgren although Indian Head branched out, especially during World War I, and produced smokeless gunpowder and tested rockets. However, technology overtook the capabilities of the Indian Head river range and by 1917, the need for a larger testing range for the Naval Proving Ground had become critical.

Rear Admiral Ralph Earle, Chief of the Bureau of Ordnance, championed the effort to relocate the range from Indian Head. In 1918 an auxiliary test range was created at Dido, in King George County, Virginia, that was called the Lower Station of Indian Head. Earle thought that an appropriate name was needed for the post office at the new site. He persuaded Secretary of the Navy Josephus Daniels to request the U.S. Postal Service to change the name of the existing Dido post office to Dahlgren to honor the “Father of American Naval Ordnance,” with the change happening in 1919. Most of the testing moved to Dahlgren and, in 1932 the Lower Station officially became the Naval Proving Ground and Indian Head became the Naval Powder Factory.

The site at Dahlgren was originally established to test large caliber naval guns but has tested all sizes and calibers of navy guns – from 18 inches down – and, more recently, the electromagnetic railgun. Testing peaked during World War II and again, but at a lower level, during the Vietnam years. Dahlgren was the only place to fire 16-inch guns when the battleships were reactivated in the 1980s. The Navy has said that nearly 350,000 rounds were fired at Dahlgren between 1918 and 2007, averaging 3,800 rounds fired per year.

A view of the U.S. Naval Surface Warfare Center Dahlgren Division’s gun line in June 1989, where all gun barrels bound for service aboard U.S. Navy ships are tested. (U.S. Navy photo)

Dahlgren’s mission expanded from ordnance testing to research and development when Dr. L.T.E. Thompson came in 1923. It has continued and has included such things as work on laser-guided projectiles in the 1970s. Other things were also happening in Dahlgren. Aviation work came to Dahlgren in 1919 and stayed until World War II. Work included development and testing of unmanned airplanes, the Norden bombsight, and bombs. Dahlgren’s efforts in gunnery were computation-intensive and one of the most powerful computers of the day, the Aiken Relay Calculator, came to Dahlgren and, several years later, was replaced by the Navy Ordnance Research Calculator. Dahlgren’s computer capability led to new opportunities in ballistics, orbital mechanics, and missiles.

January 31, 2008 A electromagnetic railgun test firing at Naval Surface Warfare Center, Dahlgren, Va. (U.S. Navy photograph)

There have been challenges to both the Dahlgren site and the river range. Dahlgren met many of the challenges by broadening its mission to take advantage of its capabilities to meet emerging Navy needs, including in lasers and unmanned vehicles. Eventually, expertise in these new areas led to the current focus on systems engineering.

Through all of the changes and challenges, the Potomac River Test Range – “the nation’s largest fully instrumented over-water gun-firing range” – has remained an important part of Dahlgren’s mission. During each of the Base Realignment and Closure (BRAC) studies, the range was a key element in Dahlgren’s responses and the cornerstone that preserved Dahlgren’s location.

The most recent challenge is a June 2023 lawsuit filed by environmental groups concerned with the potential pollution of the river from weapons testing. A settlement was reached in January 2024 when the Navy agreed to seek a “permit for discharges of pollutants” from the state of Maryland.

As capabilities and scope of work grew over the years, the name of the organization changed to reflect its changing mission. In 1992, the name was changed to the Naval Surface Warfare Center Dahlgren Division.

So, John Dahlgren was not born here and never served here but the Division is his legacy and, so, his name lives on.

Robert V. (Rob) Gates, a retired Navy Senior Executive, served as the Technical Director at the Naval Surface Warfare Center (NSWC), Indian Head Division, and in many technical and executive positions at NSWC, Dahlgren Division, including head of the Strategic and Strike Systems Department. He holds a B.S. in Physics from the Virginia Military Institute, a Masters in Engineering Science from Penn State, and a Masters and PhD in Public Administration from Virginia Tech. He is a graduate of the U.S. Naval War College. Dr. Gates is the Vice President of the board of the Dahlgren Heritage Foundation.

Notes

1. A ship that was past its useful life and no longer seaworthy could be converted into a receiving ship. It would be permanently tied up at a harbor or navy yard and used for inducting (“receiving”) and training newly recruited sailors.

2. Seniority was a problem. A midshipman appointed in 1839 could expect to be promoted to lieutenant in 1870. Promotion also required assignment to a position that supported the rank. Dahlgren fell short in both regards.

3. Buchanan was commissioned a Captain in the Confederate Navy and commanded the CSS Virginia (formerly the USS Merrimack) against the USS Congress and USS Cumberland in the Battle of Hampton Roads. He was wounded and was not in command against the USS Monitor. He was later promoted to full admiral, the only one in the Confederate Navy.

4. The range of the 14 and 16-inch guns being developed for battleships could only be tested under limited conditions at Indian Head. In addition, there were some testing-related incidents. 

5. In 1914, Secretary Daniels issued General Order Number 99 which prohibited alcohol (for drinking) onboard navy ships. As a result, purchases of coffee increased and sailors reportedly referred to it as “a cup of Josephus Daniels” which was later shortened – and better known – as “a cup of Joe.” 

References

Browning, Robert M. Jr.  “The Early Architect of Amphibious Doctrine.” Naval History Magazine. April 2019.

Bruns, James H. “John A. Dahlgren: Lincoln’s Seasick Naval Genius.” Sea History. Autumn 2016, 20-25.

Craig, Lee A. Josephus Daniels: His Life and Times, Chapel Hill: University of North Carolina Press, 2013.

Dahlgren, Madeleine Vinton. Memoir of John A. Dahlgren. Boston: James B. Osgood and Company, 1882.

Luebke, Peter C., Ed. The Autobiography of Rear Admiral John A. Dahlgren. Washington Navy Yard, D.C.: Naval History and Heritage Command, 2018.

Naval Surface Warfare Center Dahlgren Division, Water Range Sustainability Environmental Program Assessment, May 2013.

Rife, James P. and Rodney P. Carlisle. The Sound of Freedom: Naval Weapons Technology at Dahlgren, Virginia 1918-2006. Dahlgren, VA: NSWCDD, 2007.

Schneller, Robert J. Quest for Glory: A Biography of Rear Admiral John A. Dahlgren. Annapolis, MD: Naval Institute Press, 1996

Symonds, Craig L. Confederate Admiral: The Life and Wars of Franklin Buchanan. Annapolis, MD: Naval Institute Press, 2008.

Taaffe, Stephen R. Commanding Lincoln’s Navy. Annapolis, MD: Naval Institute Press, 2009.

Featured Image: A 14-inch gun fires a test round down range, during World War II. (Photo via U.S. Naval History and Heritage Command)

Two Platforms for Two Missions: Rethinking the LUSV

By Ben DiDonato

The Navy’s current Large Unmanned Surface Vehicle (LUSV) concept has received heavy criticism on many fronts. To name but a few, Congress has raised concerns about concepts of operation and technology readiness, the Congressional Research Service has flagged the personnel implications and analytical basis of the design, and legal experts have raised alarm over the lack of an established framework for handling at-sea incidents involving unmanned vessels. An extensive discussion of these concerns and their implications would take too long, but in any case, criticism is certainly extensive, and the Navy must comply with Congress’s legal directives.

That said, the core issues with the current LUSV concept arise from one fundamental problem. It’s trying to perform two separate roles – a small surface combatant and an adjunct missile magazine – which have sharply conflicting requirements and require radically different hulls. A small surface combatant needs to minimize its profile, especially its freeboard, to better evade detection, needs a shallow draft for littoral operations, and must have not only a crew, but the necessary facilities for them to perform low-end security and partnership missions to provide presence. The adjunct missile magazine, on the other hand, must accommodate the height of the Mk 41 VLS which substantially increases the draft and/or freeboard, should not have a crew, and should avoid detection in peacetime to increase strategic ambiguity. Not only do these conflicts make it irrational to design one vessel to fulfill both missions, but they point to two entirely separate types of vessels since the adjunct missile magazine role should not be filled by a surface ship at all.

The Adjunct Missile Magazine

The adjunct missile magazine role is best filled by a Missile Magazine Unmanned Undersea Vessel (MMUUV). Sending this capability underwater immediately resolves many of the issues associated with a surface platform since it cannot be boarded, hacked, detected by most long-range sensors, or hit by anti-ship missiles, and so obviates most crew, security, and legal questions. The size required to carry a full-sized VLS also makes it highly resistant to capture since it should have a displacement on the order of 1,000 tons, far more than most nets can bring in, and it could also be designed with a self-destruct capability to detonate its magazine.

The cost should be similar to the current LUSV concept since it can dispense with surface ship survivability features like electronic warfare equipment and point defense weapons to offset the extra structural costs. Because it has no need to fight other submarines and would use standoff distance to mitigate ASW risks, it has no need for advanced quieting or sonar and could accept an extremely shallow dive depth. Even a 150-foot test depth would likely be sufficient for the threshold requirement of safe navigation, and anything past 200 feet would be a waste of money. These are World War One submarine depths. Furthermore, since it only needs to fire weapons and keep up with surface combatants while surfaced, a conventional Mk 41 VLS under a watertight hatch could be used instead of a more complex unit capable of firing while submerged. For additional savings, the MMUUV could be designed to be taken under tow for high-speed transits rather than propel itself to 30+ knots. A speed on the order of 5 knots would likely be sufficient for self-propelled transit, and it would only need long range, perhaps 15,000 nautical miles, to reach its loiter zone from a safe port without tying up underway replenishment assets. Since visualization is helpful for explaining novel concepts, the Naval Postgraduate School (NPS) design team produced a quick concept model to show what this platform might look like. In the spirit of minimizing cost at the expense of performance, and projecting that tugs could handle all port operations, all control surfaces are out of the water while surfaced to reduce maintenance costs.

Rendering of the MMUUV. (Author graphic)

On the command-and-control front, the situation is greatly simplified by the fact that the MMUUV would spend most of its time underwater. In its normal operating mode, it would be dispatched to a pre-planned rendezvous point where it would wait for a one-time-use coded sonar ping from a traditional surface combatant commanding it to surface. It would then be taken under tow and fired under local control using a secure and reliable line-of-sight datalink to eliminate most of the concerns associated with an armed autonomous platform. A variation of this operating mode could also be used as a temporary band-aid for the looming SSGN retirement, since MMUUVs could be loaded with Tomahawks, prepositioned in likely conflict zones, and activated by any submarine or surface ship when needed to provide a similar, if less flexible and capable, concealed strike capability to provide strategic ambiguity. Finally, these platforms could be used as independent land attack platforms by pre-programming targets in port and dispatching them like submersible missiles with a flight time measured in weeks, instead of minutes or hours. Under this strike paradigm, a human would still have control and authorize weapon release, even if that decision and weapon release happens in port instead of at sea. This focus on local control also mitigates cybersecurity risks since the MMUUV would not rely on more vulnerable long-range datalinks for most operations and could perform the independent strike missions with absolutely zero at-sea communications, making cyberattack impossible.

As a novel concept, this interpretation of the adjunct missile magazine concept obviously has its share of limitations and unanswered questions, particularly in terms of reliability and control. Even so, these risks and concerns are much more manageable than the problems with the current LUSV concept, and so give the best possible chance of success. More comprehensive analysis may still find that this approach is inferior to simply building larger surface combatants to carry more missiles, but at least this more robust concept represents a proper due-diligence effort to more fully explore the design space.

The Small Surface Combatant

The other role LUSV is trying to fill is that of a small surface combatant. These ships take a variety of forms depending on the needs and means of their nation, but their role is always a balance of presence and deterrence to safeguard national interests at minimal cost. The US Navy has generally not operated large numbers of these types of ships in recent decades, but the current Cyclone class and retired Pegasus class fit into this category.

While limited information makes it difficult to fully assess the ability of the current LUSV concept to fill this role, what has been released does not paint a promising picture. The height of the VLS drives a very tall hull for a ship of this type which makes it easy to detect, and therefore vulnerable, a problem that is further compounded by limited stealth shaping and defensive systems. There also does not seem to be any real consideration given to other missions besides being an adjunct missile magazine, with virtually no launch capabilities or additional weapons discussed or shown. This inflexibility is further compounded by the Navy’s muddled manning concept, which involves shuffling crew around to kludge the manned surface combatant and unmanned missile magazine concepts together in a manner reminiscent of the failed LCS mission module swap-out plan. Finally, the published threshold range of 4,500 nautical miles, while likely not final, is far too short for Pacific operations without persistent oiler support.

The result is a vulnerable, inflexible ship unsuited to war in the Pacific, and thus incapable of deterring Chinese aggression. This may indicate the current LUSV concept is intended more as a technology demonstrator than an actual warship. However, because the U.S. Navy urgently needs new capabilities to deter what many experts see as a window of vulnerability to Chinese aggression, the current plan is unacceptable.

Fortunately, there is an alternative ready today. The Naval Postgraduate School has spent decades studying these small surface combatants and refining their design, and is ready to build relevant warships today. The latest iteration of small surface combatant design, the Lightly Manned Autonomous Combat Capability (LMACC), achieves the Navy’s autonomy goals while providing a far superior platform at a lower cost and shorter turnaround time. Where the LUSV design is large, unstealthy, and poorly defended, the LMACC has a very low profile, aggressive stealth shaping, SeaRAM, and a full-sized AN/SLQ-32 electronic warfare suite designed to defend destroyers, making it extremely difficult to identify, target, and hit. While the LUSV concept is armed with VLS cells, LMACC would carry the most lethal anti-ship missile in the world, LRASM, as well as a wide range of other weapons to let it fulfill diverse roles like anti-swarm and surface fire support, something that cannot be done with LUSV’s less diverse arsenal. To maximize its utility in the gray zone, the LMACC design boasts some of the best launch facilities in the world for a ship of its size.

On the manning front, LMACC has a clearly defined and legally unambiguous plan with a permanent crew of 15, who would partner with the ship’s USV-based autonomous capabilities and team with a variety of other unmanned platforms. This planned 15-person crew is complemented by 16 spare beds for detachments, command staff, special forces, or EABO Marines to maximize flexibility, and also hedges against the unexpected complications with automated systems which caused highly publicized problems for LCS.

LMACC was designed with the vast distances of the Pacific in mind, so it has the range needed for effective sorties from safe ports and provisions to carry additional fuel bladders when even more range is needed. Unlike the LUSV concept which Congress has rightly pushed back on, LMACC is a lethal, survivable, flexible, and conceptually sound design ready to meet our needs today.

The full details of the LMACC design were published last year and can be found in a prior piece, and since that time the engineering design work has been nearly completed. A rendering of the updated model, which shows all exterior details and reflects the floorplan, is below. Our more detailed estimating work, which has been published in the Naval Engineer’s Journal and further detailed in an internal report to our sponsor, Director, Surface Warfare (OPNAV N96), shows we only need $250-$300 million (the variation is primarily due to economic uncertainty) and two years to deliver the first ship with subsequent units costing a bit under $100 million each. The only remaining high-level engineering task is to finalize the hullform. This work could be performed by another Navy organization such as Naval Surface Warfare Center Carderock, a traditional warship design firm, one of the 30 alternative shipyards we have identified, an independent naval architecture firm, or a qualified volunteer, so we can jump immediately into a production contract or take a more measured approach based on need and funding.

Rendering of the LMACC. (Author graphic)

LMACC has also been the subject of extensive studies and wargaming, including the Warfare Innovation Continuum and several Joint Campaign Analysis courses at NPS. Not only have these studies repeatedly shown the value of LMACC when employed in its intended role teamed with MUSVs and EABO Marines, especially in gray zone operations where its flexibility is vital, but they have also revealed its advantage in a shooting war with China is so decisive that not even deliberately bad tactics stop it from outperforming our current platforms in a surface engagement. Finally, while our detailed studies have focused on China as the most pressing threat, LMACC’s flexibility also makes it ideally suited to pushing back on smaller aggressors like Iran and conducting peacetime operations, such as counterpiracy, to guarantee its continued utility in our ever-changing world.

Conclusion

While there are still some questions about the MMUUV concept which could justify taking a more measured approach with a few prototypes to work out capabilities, tactics, and design changes before committing to full-rate production, there is an extensive body of study, wargaming, and engineering behind LMACC which conclusively prove its value, establish its tactics, and position it for immediate procurement at any rate desired. If the Navy is serious about growing to meet the challenge of China in a timely manner, it should begin redirecting funding immediately to pivot away from the deeply flawed LUSV concept and ask Congress to authorize serial LMACC production as soon as possible. Splitting the LUSV program into two more coherent platforms as described in this article will allow the Navy to fully comply with Congress’s guidance on armed autonomy, aggressively advance the state of autonomous technology, and deliver useful combat capability by 2025.

Mr. DiDonato is a volunteer member of the NRP-funded LMACC team lead by Dr. Shelley Gallup. He originally created what would become the armament for LMACC’s baseline Shrike variant in collaboration with the Naval Postgraduate School in a prior role as a contract engineer for Lockheed Martin Missiles and Fire Control. He has provided systems and mechanical engineering support to organizations across the defense industry from the U.S. Army Communications-Electronics Research, Development and Engineering Center (CERDEC) to Spirit Aerosystems, working on projects for all branches of the armed forces. Feel free to contact him at Benjamin.didonato@nps.edu or 443-442-4254.

Additional points of contact:

The LMACC program is led by Shelley Gallup, Ph.D. Associate Professor of Research, Information Sciences Department, Naval Postgraduate School. Dr. Gallup is a retired surface warfare officer and is deeply involved in human-machine partnership research. Feel free to contact him at Spgallup@nps.edu or 831-392-6964.

Johnathan Mun, Ph.D. Research Professor, Information Sciences Department, Naval Postgraduate School. Dr. Mun is a leading expert and author of nearly a dozen books on total cost simulation and real-options analysis. Feel free to contact him at Jcmun@nps.edu or 925-998-5101.

Feature Image: Austal’s Large Unmanned Surface Vessel (LUSV) showing an optionally-manned bridge, VLS cells and engine funnels amidships, and plenty of free deck space with a tethered UAS at the rear. The LUSV is meant to be the U.S. Navy’s adjunct missile magazine. (Austal picture.)